本文選題：高職畢業(yè)生 + 工作適應��； 參考：《太原科技大學》2012年碩士論文

【摘要】：隨著高等職業(yè)教育規(guī)模的不斷擴大，高職畢業(yè)生數(shù)量劇增，他們是企業(yè)的新生力量，也是企業(yè)持續(xù)穩(wěn)定發(fā)展的重要資源。在勞動力市場緊缺的環(huán)境中，對于剛進入工作領域的個體，高職畢業(yè)生對于工作環(huán)境大都存在不同程度的不適應，角色轉換慢，工作效率低，甚至產(chǎn)生離職的傾向。入職初期,高職畢業(yè)生的工作適應過程不僅是其職業(yè)生涯的重要階段，也是人力資源管理過程中的重要環(huán)節(jié)，因此,提升高職畢業(yè)生的工作適應水平對個人和企業(yè)都具有非常重要的意義。 首先通過文獻分析法對工作適應、組織社會化、自我效能感等相關理論的概念和內涵進行了闡述，重點介紹了工作適應相關理論的成果，為后續(xù)的研究奠定了堅實的理論基礎。其次根據(jù)工作適應的具體內容以及影響因素建立了工作適應的概念模型，設計了調查問卷，分析高職畢業(yè)生新員工工作適應的狀況。選用任務掌握、角色明晰、人際關系、文化適應四項作為工作適應具體內容，選用一般自我效能感、新員工主動行為、組織社會化策略作為影響因素。問卷回收后采用SPSS18.0統(tǒng)計分析軟件進行了數(shù)據(jù)處理，采用的統(tǒng)計分析技術有：信度分析、描述性統(tǒng)計分析、單因素方差分析、相關分析及回歸分析等。最后得出如下結論：（1）高職畢業(yè)生的工作適應狀況不佳，處于中等水平。（2）高職畢業(yè)生工作適應水平在性別和工作時間兩項人口統(tǒng)計學變量上沒有顯著性差異，但在工作性質、從事工作與所學專業(yè)的相關程度、工作單位的性質、工作單位的規(guī)模四方面存在顯著差異。（3）組織社會化策略的三個維度與工作適應的四個維度均存在顯著的正相關，主動性行為的三個維度與工作適應的四個維度均存在顯著的正相關，一般自我效能感與工作適應的任務掌握、角色明晰、人際關系維度存在顯著的正相關。（4）組織社會化策略、主動性行為、自我效能感均對工作適應產(chǎn)生顯著的正向影響，其中組織社會化策略對工作適應的影響最大。根據(jù)以上研究的結論，，從學校、企業(yè)、個人三方面提出針對性的意見和建議。
[Abstract]:With the continuous expansion of the scale of higher vocational education, the number of higher vocational graduates has increased dramatically, they are the new strength of enterprises, but also an important resource for the sustained and stable development of enterprises.In the environment of labor market shortage, for the individuals who have just entered the field of work, the graduates of higher vocational colleges have different degrees of inadaptability to the working environment, slow role conversion, low work efficiency, and even the tendency to leave their jobs.At the beginning of entry, the process of job adaptation of higher vocational graduates is not only an important stage of their career, but also an important link in the process of human resource management.It is of great significance for both individuals and enterprises to improve the level of job adaptation of higher vocational graduates.Firstly, the concept and connotation of work adaptation, organization socialization, self-efficacy and other related theories are expounded through literature analysis, and the results of work adaptation theory are introduced emphatically, which lays a solid theoretical foundation for further research.Secondly, according to the specific content of work adaptation and the influencing factors, the concept model of job adaptation is established, and a questionnaire is designed to analyze the status of job adaptation of new employees of higher vocational college graduates.Task mastery, role clarity, interpersonal relationship and cultural adaptation were selected as the specific contents of work adaptation, general self-efficacy, active behavior of new employees and organizational socialization strategy were selected as influencing factors.After the questionnaire was collected, the data were processed by SPSS18.0 software. The statistical analysis techniques were: reliability analysis, descriptive statistical analysis, single factor variance analysis, correlation analysis and regression analysis.Finally, the following conclusions are drawn: (1) the work adaptability of the graduates of higher vocational education is poor, which is at the middle level. (2) there is no significant difference in the two demographic variables of gender and working hours, but the nature of work is not significant.There were significant differences in the four aspects of work and major, the nature of work unit and the scale of work unit. (3) there was significant positive correlation between the three dimensions of organizational socialization strategy and the four dimensions of work adaptation.There is significant positive correlation between the three dimensions of active behavior and the four dimensions of work adaptation, the general sense of self-efficacy and the task mastery of work adaptation, the clear role, the significant positive correlation between the dimensions of interpersonal relationship and the organizational socialization strategy.Proactive behavior and self-efficacy had significant positive effects on work adaptation, and organizational socialization strategy had the greatest influence on work adaptation.According to the conclusions of the above study, the author puts forward some suggestions and suggestions from three aspects: school, enterprise and individual.
【學位授予單位】：太原科技大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G718.5

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本文編號：1769326